PersonalityA review of the personality literature offers general guidelines that can lead to effective job performance. As such, it can improve hiring, transfer, and promotion decisions. Because personality characteristics create the parameters for people’s behavior, they give us a framework for predicting behavior. For example, individuals who are shy, introverted, and uncomfortable in social situations would probably be ill-suited as salespeople. Individuals who are submissive and conforming might not be effective as advertising “idea” people.

Can we predict which people will be high performers in sales, research, or assembly-line work on the basis of their personality characteristics alone? The answer is no. Personality assessment should be used in conjunction with other information such as skills, abilities, and experience. However, knowledge of an individual’s personality can aid in reducing mismatches, which, in turn, can lead to reduced turnover and higher job satisfaction.

We can look at certain personality characteristics that tend to be related to job success, test for those traits, and use the data to make selection more effective. A person who accepts rules, conformity, dependence, and rates high on authoritarianism is likely to feel more comfortable in, say, a structured assembly-line job, as an admittance clerk in a hospital, or as an administrator in a large public agency than as a researcher or an employee whose job requires a high degree of creativity.

EmotionsCan managers control the emotions of their colleagues and employees? No. Emotions are a natural part of an individual’s makeup. Where managers err is if they ignore the emotional elements in organizational behavior and assess individual behavior as if it were completely rational. As one consultant aptly put it, “You can’t divorce emotions from the workplace because you can’t divorce emotions from people.’’ Managers who understand the role of emotions will significantly improve their ability to explain and predict individual behavior.

Do emotions affect job performance? Yes. They can hinder performance, especially negative emotions. That is probably why organizations, for the most part, try to extract emotions out of the workplace. Emotions can also enhance performance. How? Two ways. First, emotions can increase arousal levels, thus acting as motivators to higher performance. Second, emotional labor recognizes that feelings can be part of a job’s required behavior. For instance, the ability to effectively manage emotions in leadership and sales positions may be critical to success in those positions.

What differentiates functional from dysfunctional emotions at work? While there is no precise answer to this, it has been suggested that the critical moderating variable is the complexity of the individual’s task. The more complex a task, the lower the level of arousal that can be tolerated without interfering with performance. While a certain minimal level of arousal is probably necessary for good performance, very high levels interfere with the ability to function, especially if the job requires calculative and detailed cognitive processes. Given that the trend is toward jobs becoming more complex, you can see why organizations are likely to go to considerable...

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...﻿PERSONALITYPersonality is the particular combination of emotional, attitudinal, and behavioral response patterns of an individual.
Some ideas in the psychological and scientific study of personality include:
Personality changes
Personality development, the concept that personality is affected by various sources
Personality disorder
Personality genetics, a scientific field that examines the relation between personality and genetics
Personality pathology, characterized by adaptive inflexibility, vicious cycles of maladaptive behavior, and emotional instability under stress
Personalitypsychology, the theory and study of individual differences, traits, and types
Personality quiz a series of questions (usually multiple-choice, rating scale, or True/False) intended to describe aspects of an individual's character, thoughts, and feelings
Personality style
Personality systematics, among subsystems of personality as they are embedded in the entire ecological system
Personality test, examples would include the Minnesota Multiphasic Personality Inventory (MMPI-2), Rorschach Inkblot Test, and Thematic Apperception Test (TAT)
Personality type, refers to patterns of relatively enduring characteristics of...

...Abstract
Psychology of personality is a very broad topic in the field of psychology. Numerous theories can be applied to personality but in this paper, I will only be concentrating on some but not all. The purpose of this paper is to define my definition of personality and how it is determined, whether by genetics or conditioning, how it is shaped and cultivated, and if personality is unique. I will provide supporting arguments based mainly on Abraham Maslow’s hierarchy of needs, while pulling in theories of Erik Erikson, Alfred Adler and Albert Bandura.
Theory of Personality
Most people use the term “personality” to identify the most obvious characteristics of a person, or to refer to a person’s social skills. The word personality derives from the Latin word persona which refers to a mask used by actors (Schultz & Schultz, 2013, p. 7). Personality is organic, edifying, communal, situational, and involves family and environment in any occasion. Each individual has his or her own distinct, innate personality; intertwined with traits that define character, temperament, disposition, spirit and personality.
Personality is a model of practical individuality, eternal qualities, and exclusive uniqueness that represent consistency and distinctiveness in one’s actions....

...Personality Paper
Tabitha Martin
PSY/211
April 25, 2013
Alicia M. Pearson
Abstract
The study of personality has a broad and varied history in psychology with an abundance of theoretical traditions. The major theories include dispositional trait perspective, psychodynamic, humanistic, biological, behaviorist, and social learning perspective. However, many researchers and psychologists do not explicitly identify themselves with a certain perspective and instead take an eclectic approach. Research in this area is empirically driven, such as dimensional models, based on multivariate statistics, such as factor analysis, or emphasizes theory development, such as that of the psychodynamic theory. There is also a substantial emphasis on the applied field of personality testing. In psychological education and training, the study of the nature of personality and its psychological development is usually reviewed as a prerequisite to courses in abnormal psychology or clinical psychology.
Personality Paper
Personality is connected with Darwin's Theory of Evolution. It generally explains why there are personality differences between individuals.[ Schacter, Daniel; Gilbert, Daniel; Wegner, Daniel (2011).] Personality also refers to the pattern of thoughts, feelings, social adjustments, and behaviors consistently...

... Personality Theory
There are several theories of personality in the field of psychology. These theories state that personality can be formed from several items: parts of the unconscious mind combined with childhood experiences, an interaction between the individual and the environment, and free will combined with self- actualization to promote personal growth. The following were three of the major theories of personality, and this paper will mainly be focusing on my favorite of the three. The behavioral theory is by far my favorite of the three theories, but this does not mean the others do not make sense. Psychology is a very contradicting subject, and I prove this again by favoring the behavioral theory but believing my personality follows the humanist theory. Learning what type of personality a subject has can be determined by a serious of questions honestly answered by yourself or the subject. If people in general would take the small amount of time required to gain the knowledge of which type of personality that they have or believe in, and they would learn about that theory; they could then find answers to why they act the way they do in certain situations. People who know information related to their specific type of personality could...

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Sex Differences and Personality Traits
Abstract
The aim of the study was to investigate whether there was an association between sex differences and certain personality traits. It was hypothesised that Females would have higher levels of Neuroticism (Personality Trait) than males. A second hypothesis was proposed that Males would have a higher Extraversion (Personality trait) levels than females. A sample size consisting of 263 University of Tasmania students undertaking first year Psychology, voluntarily took part in the study as part of the course requirement, with 166 of the participants being female. The study was a survey which was directed online, analysing each of the five personality traits as measured by the HEXACO-60 (Lee and Ashton, 2009) and anxiety by the DASS-21 (Lovibond and Lovibond, 1995). Consistent with both of the hypothesis, it was found in this study, that males had higher levels of Extroversion than females. It was also found that females had higher levels of Neuroticism than males. These results suggest in order for the previous hypothesises to be consistent, there needs to be more studies conducted on first year psychology students from other universities around the country, participating in the exact surveys in the same conditions.
Introduction
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Abstract
This review seeks to evaluate the effectiveness of the standard personality tests on indigenous people. The two indigenous groups focused on are Native Americans and Aboriginal Australians. Several academic sources have been researched when creating this review. What was surprisingly discovered was the overwhelming evidence that presented a bias point of view outlining mainly the inappropriateness of personality tests.
Introduction
The term ‘inappropriate’ is universally defined as “not suitable or proper in the circumstances” (Brown, Robert T.;Reynolds 1999). Most standard personality tests among researchers are considered to be inappropriate for use with Aboriginal people in Australia and for Native Americans in the USA. (Brown, Robert T.;Reynolds 1999). The following psychological assessment tests can be generally misleading to indigenous Australians and Native Americans which include: MMPI-2 (Abel 1973), The Westerman Aboriginal Checklist—Youth (WASC-Y), DSM IV-TR, ICD10, the ‘Who Am I’ test and the High school adolescent Clinical Inventory(Westerman 1997).
Indigenous Austrlian – Test Review
The Australian Psychological Society has set guidelines for the conduct of psychological research with Aboriginal and Torres Strait Islander people of Australia. One of which outlines that psychologists should take into account ethnicity and culture when...